Luke Peters

uh, learnings and I, I know what they feel. And I think I would say, I would boil it down to, are they working on the right problem? Believe it or not. Like that's a big one because, you know, people are in their business. They're, they've, they've gotten to a certain level of success probably. Um, but it now it's hard for them at that, at this point to be super creative.

uh, learnings and I, I know what they feel. And I think I would say, I would boil it down to, are they working on the right problem? Believe it or not. Like that's a big one because, you know, people are in their business. They're, they've, they've gotten to a certain level of success probably. Um, but it now it's hard for them at that, at this point to be super creative.

Now they just got to keep double down, triple down on what their act, what they currently are doing. And so I can kind of come in and be like, okay, it could be something they're not thinking about. It could be something obvious, but then I'll just... hold them accountable and show them how to get from point A to point B. That's, that's one.

Now they just got to keep double down, triple down on what their act, what they currently are doing. And so I can kind of come in and be like, okay, it could be something they're not thinking about. It could be something obvious, but then I'll just... hold them accountable and show them how to get from point A to point B. That's, that's one.

Now they just got to keep double down, triple down on what their act, what they currently are doing. And so I can kind of come in and be like, okay, it could be something they're not thinking about. It could be something obvious, but then I'll just... hold them accountable and show them how to get from point A to point B. That's, that's one.

The other one is a lot of, especially now, a lot of clients want to exit their business. Okay. And, uh, they want to exit, but they're not ready to exit or they, they, they don't realize this is like bad news when they hear it, but it's like, it's going to take you a couple of years to get ready to exit. Okay. But it's better if you start today, right?

The other one is a lot of, especially now, a lot of clients want to exit their business. Okay. And, uh, they want to exit, but they're not ready to exit or they, they, they don't realize this is like bad news when they hear it, but it's like, it's going to take you a couple of years to get ready to exit. Okay. But it's better if you start today, right?

The other one is a lot of, especially now, a lot of clients want to exit their business. Okay. And, uh, they want to exit, but they're not ready to exit or they, they, they don't realize this is like bad news when they hear it, but it's like, it's going to take you a couple of years to get ready to exit. Okay. But it's better if you start today, right?

Because, you know, if you just go exit, you're going to like lose a lot of value. And so there's a lot of older, entrepreneurs, they want to exit. And so that's, that's an area that I, and cause you know, I sold my company and, and there's a lot of people that can help them exit, but it's different when it's somebody who has done the same thing, sold a business.

Because, you know, if you just go exit, you're going to like lose a lot of value. And so there's a lot of older, entrepreneurs, they want to exit. And so that's, that's an area that I, and cause you know, I sold my company and, and there's a lot of people that can help them exit, but it's different when it's somebody who has done the same thing, sold a business.

Because, you know, if you just go exit, you're going to like lose a lot of value. And so there's a lot of older, entrepreneurs, they want to exit. And so that's, that's an area that I, and cause you know, I sold my company and, and there's a lot of people that can help them exit, but it's different when it's somebody who has done the same thing, sold a business.

I'm not a banker, you know, so I talk their language and help them exit. And then the other one is just focus on product positioning. And let's think about margin. Other, other times they have people issues. A lot of times you'd be surprised, you know, people don't, they don't have a system they run off of. They don't have, they're not, you know,

I'm not a banker, you know, so I talk their language and help them exit. And then the other one is just focus on product positioning. And let's think about margin. Other, other times they have people issues. A lot of times you'd be surprised, you know, people don't, they don't have a system they run off of. They don't have, they're not, you know,

I'm not a banker, you know, so I talk their language and help them exit. And then the other one is just focus on product positioning. And let's think about margin. Other, other times they have people issues. A lot of times you'd be surprised, you know, people don't, they don't have a system they run off of. They don't have, they're not, you know,

their team is not built around goals and metrics, which is, you know, like one client asked me, you know, hey, I need to do employee development. Okay, and so I start working with them and I'm understanding their company. And I'm like, you know, the best employee development is just let's set up goal. Every one of your employees should have a goal.

their team is not built around goals and metrics, which is, you know, like one client asked me, you know, hey, I need to do employee development. Okay, and so I start working with them and I'm understanding their company. And I'm like, you know, the best employee development is just let's set up goal. Every one of your employees should have a goal.

their team is not built around goals and metrics, which is, you know, like one client asked me, you know, hey, I need to do employee development. Okay, and so I start working with them and I'm understanding their company. And I'm like, you know, the best employee development is just let's set up goal. Every one of your employees should have a goal.

And that's super simple because that makes it clear why are they literally coming to work? Like if the employee doesn't know why they're coming to work, like they're not... coming in fired up every day. They're like, okay, boss told me to do this. No, you want employee telling boss like, hey, I think I can achieve this. Put a goal around it, let them run with it, and then have one-on-one meetings.

And that's super simple because that makes it clear why are they literally coming to work? Like if the employee doesn't know why they're coming to work, like they're not... coming in fired up every day. They're like, okay, boss told me to do this. No, you want employee telling boss like, hey, I think I can achieve this. Put a goal around it, let them run with it, and then have one-on-one meetings.

And that's super simple because that makes it clear why are they literally coming to work? Like if the employee doesn't know why they're coming to work, like they're not... coming in fired up every day. They're like, okay, boss told me to do this. No, you want employee telling boss like, hey, I think I can achieve this. Put a goal around it, let them run with it, and then have one-on-one meetings.